Q+A with Fenina Acance

Over the last few years the Australian Institute of Architects National Committee for Gender Equity has been working to set up Gender Equity Taskforces (GET’s) in each state. This was based upon the highly successful New South Wales GET which began in 2012.

In Victoria, the GET was established in 2017 with architect Fenina Acance as chair. She is a highly motivated advocate and leader who represents a new generation of emerging architects who are determined to change the profession for the better.

Michael Smith – What inspired you to become an architect?

Fenina Acance – My reasons for becoming an architect are rather uninspiring as it was mostly a process of elimination. I knew there were courses that I didn’t want to do and that list was extensive – commerce, arts, law, science etc etc, no thanks! When I reached the end of high school, I chose a course befitting to my skills and preferences at the time. I had always excelled in art and humanities and was decent enough at mathematics so thought architecture was a good mix. In hindsight I had no idea what I was in for but luckily I’ve come to love what I do. I’m just glad I didn’t become an investment banker as my parents would’ve wanted – although don’t get me started on the salary difference…yikes!!

MS – Thinking back to your university days, did you perceive any issues with gender equity in your university?

FA – I really didn’t. Looking back, university days seemed like this idyllic and inspiring time of my life where my peers regardless of gender and age, had equal potential to excel. Yes there was still an academic structure in place but gender biases were less ingrained. Your experience was very much self directed and you had to seek out your own opportunities. If anything the barriers experienced by international students were, and still are a prominent issue.

MS – What motivated you to be involved with GET and become an advocate for gender equity?

FA – While I never noticed a gender disparity in university I soon realised a different reality when I started working as a graduate. I’ve admittedly had a great run in my early career and what I’ve experienced wasn’t ever overt, rather it was a niggling feeling that things weren’t right. Gender biases encompass a myriad of things that seem small but certainly add up. I’ve found it’s how you’re resourced at work, how you’re treated in meetings, on site or how your career progresses in comparison with others. The more I spoke to people the more I realised that this is an issue that pervades our entire profession and affects everybody whether they realise it or not.

I became involved in GET through Madeline Sewall who was on the National Gender Equity Committee. Together we formed a group of relatively young and passionate people who are eager to affect change within our profession. We’re all volunteers united by a common goal. We’ve become friends and a great support network for one another. We hope to provide this kind of support to others.

My motivations are still unfolding as I learn more and more about the complex issue that is gender equity. As a bit of a people pleaser, it’s not my natural inclination to be a warrior so to speak, so this is part of my own growth and understanding of what I believe in. Now I’m totally ready to ruffle some feathers instead of smoothing them over!

MS – What has the Victorian GET been working on?

FA – On International Women’s Day 2018, we launched Level, a website and corresponding instagram that has become our platform for sharing information to a wider audience. We cover topics such as pay, reviews, registration, leave, careers etc. We’ve also started an interview series and are open to mentorship connections. In the pipelines, we want to host some get-togethers to discuss gender equity in an open and safe environment. We’re also looking at creating a parental leave list profiling practices leading the way in this regard. Finally we want to work with universities and create a lecture that informs imminent architecture graduates of what to expect going into practice – something I certainly would have benefited from.

A screen shot from the Level website

MS – How do you think the current generation of graduates entering the workforce view the profession? Do you think they are aware of the issues with gender inequity?

FA – For my university peers and me, we were certainly optimistic of the profession if not slightly naive. People who worked in a practice during their study had a bit more perspective but otherwise we all had to do our own research before embarking on our job hunts. I mightn’t have been aware of gender inequity during the time but I think the current generation is much more abreast of the topic. I find they are able to talk more openly about it and other issues such as mental health. I still think it’s important that prospective graduates are equipped with vital knowledge of the profession so that they know their rights and what to expect.

MS – What do you see as the most pressing issue in regards to gender equity in the profession?

FA – All of these issues are so connected that it’s difficult to isolate just one. Our profession is lagging behind many others in terms of having sound policies in place or exemplar companies that can lead the way. I think it comes down to a sense of self-worth coupled with the inability to promote our worth. Many firms still operate under the ridiculous impression that we need to suffer for our art rather than be equitably paid for it.

MS – Who do you look up to as a leader in the profession?

FA – I’ve been contemplating what it means to be a leader. Is it someone who is visible? Involved? Instrumental in organisations? Or is it someone who displays role model qualities, who might be low profile but leads by example? For me, role models are key and I’m constantly looking for them in females who I can relate to.

Stephanie Burton was a formative female role model in my early career. She was a person who avidly supported women in the practice and took us under her wing. She is someone who hates the limelight (sorry Steph!) but who speaks up and advocate for others. She is now co-principal of her own practice Lovell Burton which is absolutely killing it…all with a six month old in tow!

I have been a regular contributor to Yellowtrace for some time now and founder, editor and all-round Superwoman Dana Tomic Hughes is also a significant role model for me. She is an interior architect who started a design blog as a passion on the side. With a hell of a lot of hard work, perseverance and a sense of humour, the modest side project has matured into one of the foremost design blogs in Australia. I’m drawn to the fact that Dana’s career trajectory wasn’t necessarily linear but a roller coaster that’s been driven by passion and determination.

MS –  If you could, what advice would you tell your younger self at the beginning of your journey into the architecture profession?

FA – I would emphasise the fact that your early employment experiences have the potential to shape your career more than you realise. Although it’s never too late to change it up, you can really be set down a specific path. So make informed choices.

Also, get some long stints of travel in after you graduate because it’s harder to swing once you’ve started working. Four weeks of annual leave can be a shock to the system for some uni students!

MS – Thanks for your time

Architecture is for everyone